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If you’ve Googled “Application Manager job description,” chances are you’ve run into the same problem: every result looks exactly the same.
Bullet points. Buzzwords. Boilerplate content that could apply to any job at any company.
But here’s the truth: a generic job description won’t help you hire a great Application Manager. It won’t attract someone who can oversee critical systems, manage cross-functional teams, and keep your tech stack running smoothly. It’ll just attract people skimming for any job they can get.
So instead of giving you another dry template, this guide will show you how to write a job description that actually works—one that:
- Speaks directly to qualified candidates
- Reflects your company’s culture and expectations
- Helps you filter for the right kind of applicants from day one
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Let’s dive in.
Hiring doesn’t have to be hard. If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What an Application Manager Actually Does - Their Roles
An Application Manager isn’t just “someone who oversees software.”
They’re the person who makes sure your critical business systems actually work—smoothly, securely, and without constant downtime.
In plain terms:
An Application Manager is responsible for maintaining, upgrading, and supporting the core software applications your business runs on. That could mean your CRM, ERP, internal tools, or customer-facing platforms. They often lead a team of admins or analysts, and they work across departments—IT, operations, product, even HR—to make sure technology is aligned with business goals.
It’s a role that demands more than just technical skills. You need someone who:
- Communicates clearly with non-technical teams
- Manages projects and priorities across stakeholders
- Knows how to troubleshoot under pressure
- Thinks long-term about systems, not just short-term fixes
In short?
This person is your internal systems quarterback—keeping everything connected, secure, and scalable as you grow.
Two Great Application Manager Job Description Templates
Option 1: Job Description For Experienced Application Managers (Culture-First, Conversational Style)
Job Title: Senior Application Manager – Help Us Run the Systems That Run the Business
Location: Hybrid – Nairobi or Remote (East Africa timezone)
Type: Full-Time
Salary Range: KES 250,000–350,000/month based on experience
A Quick Word From Our CTO
Want to hear what we’re building, how we work, and what we expect from this role? Watch this short Loom from our CTO, Brian. 
[Insert Loom link]
About Us – Meet CargoSure
CargoSure is a logistics intelligence platform helping manufacturers and distributors track, optimize, and insure goods across East Africa in real time. We work with over 120 businesses, from agri-exporters to fast-moving consumer brands. Our clients trust us with their supply chains—and that trust is powered by strong internal systems. That’s where you come in.
The Role
You’ll lead the performance, reliability, and growth of the internal applications that power our operations. From ERPs and reporting systems to field team integrations and vendor tools—you’ll manage the flow of data and ensure every team has what they need to execute with speed and precision.
Key Responsibilities
- Own and manage our business-critical tools (CRM, ERP, delivery tracking dashboards, etc.)
- Lead cross-department projects to integrate or upgrade systems
- Partner with ops, finance, and tech teams to translate business needs into smart workflows
- Manage platform vendors, licenses, and security updates
- Troubleshoot high-priority issues and implement long-term solutions
Requirements
- 4+ years experience managing internal applications or enterprise systems
- Strong grasp of APIs, integrations, and SaaS platforms like Zoho, NetSuite, Odoo, or Salesforce
- Comfortable working cross-functionally and leading projects end-to-end
- Bonus: experience managing junior admins or business systems analysts
Perks & Benefits
- Competitive salary + end-year performance bonus
- 20 leave days annually + 5 flex days for personal recharge
- Remote work setup with monthly home office stipend
- Sponsored learning (certifications, conferences, or online courses)
- Comprehensive health insurance (includes spouse & dependents)
Why This Role Is Worth Your Time
This is not a maintenance role—it’s a growth role. You’ll be designing systems for a company that’s scaling fast and solving complex logistics challenges daily. Your work won’t be stuck in a silo. You’ll have visibility across the company and ownership over your domain. Most importantly, your input will be valued and acted on—we don’t hire experts to ignore them.
How to Apply
We use WorkScreen to ensure a fair, skills-first hiring process. Once you apply, you’ll receive a short real-world task—no résumé black hole, no guesswork.
Apply now via WorkScreen
Option 2: Job Description For Entry-Level / Willing-to-Train Candidates
Job Title: Junior Application Manager – Support Tools That Keep Healthcare Running
Location: Remote-friendly | Kenya preferred
Type: Full-Time
Salary Range: KES 150,000–200,000/month
A Message From Our Operations Director
Want to know what it’s like working behind the scenes at a healthcare tech startup? Watch this 90-second Loom to hear how we work and what you’ll be helping us build. [Insert Loom link]
About Us – Meet Medikap Health
Medikap is a digital health company supporting over 300 clinics across Kenya with appointment systems, patient records, and real-time analytics. Our mission is simple: help healthcare providers do more with less—less paper, fewer delays, better outcomes. The tech behind this mission needs care too. That’s where you come in.
The Role
We’re looking for a fast learner who’s curious about business systems, tech workflows, and helping others use software better. You’ll work closely with our product and support teams to manage the tools that keep our clinics running smoothly—from CRMs to reporting dashboards. We’ll train you where needed, but your mindset, communication, and organization will matter most.
Key Responsibilities
- Support the daily functioning of core internal systems (patient record tools, appointment software, CRMs)
- Manage tickets and internal requests related to tools or workflows
- Help with system documentation, access control, and clean data practices
- Assist in integrations and automations using no-code platforms (Zapier, Airtable, etc.)
- Escalate complex issues to engineering with clear documentation
What We’re Looking For
- 1–2 years in admin, IT support, or business operations (not mandatory)
- Highly organized and proactive communicator
- Quick to learn new tools and systems
- Bonus: Familiarity with Zapier, Notion, HubSpot, or other low-code tools
Perks & Benefits
- Full remote flexibility with coworking passes if needed
- Medical insurance + mental health support access
- Sponsored learning (courses, software certifications, mentorship)
- Flexible paid time off + recharge week every December
- Monthly internet and equipment stipend
Why This Role Is Worth Your Time
This is a rare opportunity to learn how internal systems power real-world healthcare delivery. You’ll be working with purpose-driven people, solving meaningful problems, and gaining hands-on experience in both technology and operations. We believe in promoting from within—and this role has clear room for growth.
How to Apply
We use WorkScreen to make the hiring process fair and skill-based. You’ll complete a short task that reflects what you’d actually do in the role. No résumé required to get started.
Apply here via WorkScreen
Smart Hiring Starts Here WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Application Manager Job Posts Work
Now let’s break down why these two Application Manager job descriptions are effective—especially compared to the generic posts you’ll find online.
✅ 1. Clear, Specific Job Titles
Instead of saying something vague like “Application Manager,” each title includes a hook:
- “Help Us Run the Systems That Run the Business”
- “Support Tools That Keep Healthcare Running”
These phrases don’t just say what the job is—they signal why it matters. That attracts mission-driven candidates who want their work to have real impact.
✅ 2. Warm, Contextual Introductions
Right after the job title, each post opens with:
- A Loom video from the hiring manager (human connection)
- A brief company story that explains what the company does and why this role exists
This gives candidates something most job posts don’t: clarity and connection. It helps applicants understand not just what they’ll do, but who they’ll do it for—and why that matters.
✅ 3. Responsibilities Show Purpose, Not Just Tasks
Rather than listing vague duties like “manage internal applications,” each responsibility explains the outcome or value of the task:
- “Lead cross-department projects to integrate or upgrade systems”
- “Ensure clinics run smoothly by supporting core systems”
This signals that the role is strategic and connected to real business impact.
✅ 4. Requirements Are Framed to Include, Not Exclude
In the junior version especially, qualifications are described with flexibility:
“Not mandatory,” “fast learner,” “bonus if you’ve used…”
This invites people with the right mindset—even if they’re missing a bullet point or two—to apply. You’re hiring for potential, not just paper.
✅ 5. Benefits and Culture Are Clearly Highlighted
Instead of hiding perks at the bottom or skipping them altogether, each post spells out:
- PTO
- Health benefits
- Learning budgets
- Remote flexibility
- Mental health support
Transparency builds trust. When candidates know what’s in it for them, they’re more likely to apply—and more likely to be a good fit.
✅ 6. The Hiring Process Feels Respectful and Thoughtful
Generic job posts often end with “only shortlisted candidates will be contacted.”
Not here.
Each post explains that:
- WorkScreen will be used for skill-based evaluation
- Applicants get a fair shot without relying on résumés alone
- They’ll be kept in the loop
This makes your hiring process feel modern, fair, and human.
✅ 7. Tone Is Conversational, Not Corporate
Every line is written in plain English—not HR jargon or legalese. That makes the post feel approachable and aligned with the kind of team a great candidate wants to join.
Example of a Bad Application Manager Job Description (And Why it Fails)
❌ Bad Job Post Example
Job Title: Application Manager
Location: Nairobi
Type: Full-Time
Salary: Not Disclosed
Company Overview
We are a leading firm seeking an Application Manager to oversee our software systems. Our company values innovation, teamwork, and professionalism.
Job Summary
The Application Manager will be responsible for the maintenance, management, and implementation of enterprise software solutions. This individual will coordinate between departments and ensure systems function effectively.
Key Responsibilities
- Manage all business applications
- Ensure uptime and reliability
- Collaborate with other departments
- Implement new tools as needed
- Report on system usage
Requirements
- Bachelor’s degree in IT, Computer Science, or related field
- 3–5 years of experience
- Strong communication and analytical skills
How to Apply
Submit your CV and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Generic
“Application Manager” with no context gives zero indication of what makes the role unique. Is this in fintech? Logistics? Healthcare? What’s the mission? What tools are being managed?
2. The Introduction Says Nothing
“We are a leading firm” is corporate fluff. Candidates don’t know what the company does, who they serve, or why this role exists. There’s no hook, no story, no identity.
3. No Salary Transparency
Not disclosing salary in today’s market comes off as evasive—and turns off top talent. Candidates want to know if it’s worth their time to apply.
4. Responsibilities Are Too Vague
“Manage all business applications”? That could mean anything. There’s no sense of priority, workflow, or real-world expectations.
5. Culture & Team Dynamics Are Missing
There’s no mention of what kind of team the person will join, what kind of leader they’ll report to, or what the work environment is like. That’s a missed opportunity to connect.
6. The Hiring Process Feels Cold
“Only shortlisted candidates will be contacted” is outdated and dismissive. It makes the applicant feel like their time isn’t valued.
7. Tone Is Robotic
The language is stiff, corporate, and uninviting. There’s no human voice—just a wall of text that could have been generated by a template 10 years ago.
Bonus Tips to Make Your Job Description Stand Out
A good job post tells candidates what the job is.
A great job post builds trust, clarity, and excitement—before they even hit “apply.”
These advanced touches are easy to add but often overlooked. Here’s how to give your Application Manager job post (or any job post) an edge:
🛡️ 1. Add a Security & Privacy Notice for Applicants
This builds instant trust—especially in industries like tech or healthcare where candidates may worry about phishing or data misuse.
✅ Example:
“We take your privacy seriously. We will never ask for payment, financial information, or personal data (like ID numbers) during any part of the hiring process.”
🏖️ 2. Mention Flex Days or Leave Allowances
Candidates care about work–life balance. Mentioning leave days shows respect for their time outside of work.
✅ Example:
“Enjoy 20 annual leave days + 5 flex days each year—because time to recharge helps you do your best work.”
🚀 3. Highlight Growth, Training & Learning Opportunities
Especially for mid-career or entry-level hires, this signals you’re invested in their development—not just plugging a gap.
✅ Example:
“You’ll get access to sponsored certifications, conference passes, and ongoing mentorship to help you grow as a systems leader.”
🎥 4. Include a Loom or Short Video From a Team Leader
A 1-minute video from the hiring manager or team lead humanizes the role. It gives candidates a sense of the people behind the post—and sets your company apart.
✅ Example:
“Want to see who you’d be working with? Watch this short intro from our CTO, Brian 👉 [Insert Loom link]”
Even a selfie-style video recorded on a laptop camera works—don’t overthink production.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
💬 5. Use a Warm, Encouraging Call to Action
End with an invitation, not an instruction. Most posts just say “Submit your CV.” Instead, speak to the kind of person you want.
✅ Example:
“If you’re the kind of person who finds satisfaction in smoother systems, better workflows, and solving meaningful problems—we’d love to hear from you.”
🧠 6. Reassure Applicants With a Transparent Hiring Process
Let them know what to expect: timelines, assessments, who they’ll talk to. It makes them feel respected and reduces application anxiety.
✅ Example:
“We use WorkScreen to make our hiring process fair and skills-first. You’ll complete a short evaluation task—no résumés required upfront—and we’ll keep you updated at every step.”
When you combine these touches with the smart structure we’ve already covered, your job post stops being a formality—and becomes a magnet for top talent.
Should You Use AI to Write Job Descriptions?
AI can help you write faster. But if you use it the wrong way, you’ll end up with the same generic job description that every other company is posting—lifeless, vague, and forgettable.
❌ What Happens When You Use AI Poorly
You type something like:
“Write a job post for an Application Manager.”
And in 5 seconds, it gives you this:
“We are seeking a highly motivated Application Manager to join our dynamic team…”
Sound familiar? That’s because AI doesn’t know your company, your values, or your voice unless you tell it. So the result?
Generic filler. Copy-paste content that attracts the wrong people.
✅ How to Use AI the Right Way (Smart Prompting)
AI isn’t the problem. The prompt is.
Here’s how to use AI as a writing partner—not a lazy shortcut:
✏️ Step 1: Feed It Context
Give the AI details about your company, the role, and who you’re hiring for.
Example prompt:
“Help me write a job post for an Application Manager at Medikap Health. We’re a digital health company that supports 300+ clinics with patient software. This role involves managing internal tools, working cross-functionally, and supporting operational workflows. The ideal hire is a fast learner, curious about systems, and communicates clearly with technical and non-technical teams. Here are a few notes I’ve written to get you started: [paste your notes] ”
🧱 Step 2: Share the Structure
Tell it how you want the post formatted.
Example:
“Please structure it like this:
- Job Title
- Quick intro
- Loom video section
- About the company
- What the role involves
- Responsibilities
- Requirements
- Perks & benefits
- Why the role matters
- Call to action and how to apply.”
🎯 Step 3: Add Your Voice
Tell it the tone you want—conversational, human, direct.
Example:
“Keep the tone human and conversational. Avoid HR buzzwords like ‘dynamic team’ or ‘fast-paced environment.’ Make it sound like a real person wrote it.”
👇 You Can Even Give It a Sample
You’ve already got one: use the Silver Leaf or Medikap Health examples from earlier. Paste that into your prompt and say:
“Make it sound like this example. This is the tone and structure I want.”
🔁 Then Tweak What It Gives You
Don’t hit publish right away. Edit. Adjust. Add your own voice. That’s what makes the difference between a template and a tool.
Bottom Line:
AI can help you write job posts faster—but it’s your inputs that make the post work. Garbage in, garbage out. Thoughtful in, great job post out.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Culture-First, Conversational Template
Perfect for startups, high-growth teams, or any company that values voice and human connection.
📌 Job Title: Application Manager – Keep Our Systems Running Smarter
📍 Location: [Insert location or remote status]
💼 Type: [Full-time, Contract, etc.]
💰 Salary Range: [Insert salary range]
🎥 Meet the Hiring Manager
Watch this 90-second intro from [Insert name & title] to get a feel for who we are and what we’re building 👉 [Insert Loom or video link]
About Us – [Insert Company Name]
We’re a [brief company type, e.g., logistics platform / fintech company / digital health provider] helping [who you serve] do [what problem you solve].
Right now, we’re scaling fast—and our internal tools and workflows need the same level of care as our customers. That’s where you come in.
The Role
As Application Manager, you’ll own the systems that keep our operations running smoothly—from [e.g., CRMs and ERPs] to internal dashboards and reporting tools. You’ll work cross-functionally, solving workflow challenges, improving reliability, and making life easier for every team that touches our tech.
🔧 Responsibilities
- Maintain and optimize core internal apps (e.g., [insert tools like Zoho, Airtable, Salesforce])
- Lead upgrades, integrations, and automation projects
- Collaborate with [insert teams: Ops, Product, Finance, etc.] to improve workflows
- Ensure system stability and data accuracy
- Manage vendors, licenses, and user permissions
📋 Requirements
- [X+] years experience managing business systems or applications
- Great at working with both technical and non-technical teams
- Bonus: experience with [insert specific tools or platforms]
- Curious, proactive, and excited by cleaner, smarter workflows
🎁 Perks & Benefits
- [Insert perks: PTO, remote setup, learning stipend, insurance, etc.]
- [Insert flex day policy or work hours]
- [Insert any wellness, team retreats, or career growth programs]
💡 Why This Role Is Worth Your Time
You’ll be joining a company where your work directly improves how the whole team operates. This isn’t just a maintenance job—it’s a growth role. You’ll have ownership, visibility, and the chance to shape how we scale.
📥 How to Apply
We use WorkScreen to evaluate candidates based on real-world tasks—not just résumés. It’s fair, fast, and gives you a chance to show us what you’re great at.
👉 [Insert WorkScreen link]
✅ Option 2: Structured Format (More Traditional Style)
Great for larger orgs, HR-led hiring, or teams who prefer a classic job brief format.
📌 Job Title: Application Manager
📍 Location: [Insert location or remote policy]
💼 Job Type: [Full-Time, Permanent, etc.]
💰 Salary: [Insert salary range]
Job Brief
[Insert Company Name] is hiring an Application Manager to oversee and improve the software systems that support our day-to-day operations. This role requires a balance of technical ability, project coordination, and stakeholder communication.
Key Responsibilities
- Manage the performance and maintenance of core business applications
- Collaborate with cross-functional teams to support system needs
- Lead implementation and integration of new software tools
- Ensure application compliance with security and data standards
- Maintain user documentation and access protocols
Requirements
- Degree in Computer Science, IT, or related field (or equivalent experience)
- [X+] years managing business applications (e.g., ERP, CRM, internal tools)
- Strong problem-solving and communication skills
- Familiarity with platforms such as [insert software names]
- Bonus: experience working in [insert industry or company type]
Benefits
- [Insert compensation and perks]
- [Insert training, growth, or development programs]
- [Insert work environment: remote-first, hybrid, etc.]
Our Hiring Process
We care about hiring the right person—not just the best résumé. That’s why we use WorkScreen to evaluate candidates based on real-world problem-solving.
Expect a short, skills-focused task to kick things off. We’ll keep you updated at every step.
👉 [Insert WorkScreen link]
✏️ Final Note:
Don’t forget to personalize your post. Add a video. Mention your mission. Inject some personality. Candidates apply to companies that feel real.
Let WorkScreen Handle the Next Step
Writing a great job description is the first step.
But once the applications start rolling in, how do you actually identify the top performers—without spending hours screening CVs or scheduling back-to-back interviews?
That’s where WorkScreen.io comes in.
💡 WorkScreen helps you:
✅ Spot your best candidates automatically
Instead of digging through a stack of résumés, WorkScreen automatically evaluates applicants and ranks them on a performance-based leaderboard. That means you see your top contenders—before you even schedule a call.
✅ Run real-world skill tests—no extra tools needed
Easily assess candidates with a short task that mirrors the actual job. Whether it’s evaluating systems thinking, attention to detail, or communication, you’ll see how each applicant performs before making a hire.
✅ Filter out low-effort or AI-generated responses
WorkScreen helps you identify serious, high-quality applicants—and weed out the ones who copy-paste answers or one-click apply with no real interest in the role.
✅ Make hiring decisions backed by data
Stop relying on gut feel or guesswork. With WorkScreen’s evaluation system, you’re hiring based on what candidates can do, not just what they say they’ve done.
Ready to make better hires—faster? Create a job post on WorkScreen, get a unique application link, and let the platform handle evaluations for you. You’ll save time, reduce mis-hires, and make smarter hiring decisions—automatically.
FAQ
Salaries vary based on experience, location, and industry. In Kenya, experienced Application Managers typically earn between KES 200,000–350,000 per month. In global markets like the U.S., average salaries range from $90,000 to $130,000 annually.
Junior or entry-level Application Managers (or coordinators) usually start around KES 120,000–180,000 per month with room to grow as they gain system expertise and project experience.
It’s a blended role—part technical, part operational. While it doesn’t always require deep coding knowledge, it does demand a strong understanding of how systems work, how they connect, and how to troubleshoot or improve them. Familiarity with tools like APIs, data workflows, and integrations is highly valuable.
An Application Manager focuses specifically on managing business software systems—ensuring tools like ERPs, CRMs, and internal dashboards are optimized and running smoothly.
An IT Manager has a broader focus that includes hardware, networks, cybersecurity, user access, and sometimes help desk support. The Application Manager’s work is more software- and workflow-driven.
Yes. While a technical background helps, it’s not mandatory—especially if you’re hiring for a junior or systems-coordinator-level role. Prior experience with tools, project coordination, systems thinking, and communication skills often matter more than a formal degree.
